Most Employers Don’t Consider Their Financial Wellness Programs ‘Holistic’

Employers surveyed by the Employee Benefit Research Institute (EBRI) noted that they face many challenges in offering financial wellness initiatives.

Approaches to financial wellness programs vary widely, according to a survey by the Employee Benefit Research Institute (EBRI), ranging from third-party emergency assistance programs to one-on-one sessions. However, few are currently considered “holistic” programs. Instead, the majority of employers characterized these programs as pilot programs (38%) or periodic or ad hoc programs (32%).

Firms that describe their financial wellness initiatives as “holistic programs” are more focused on the value of the programs to employees, are less cost conscious and are making bigger investments in their financial wellness initiatives. Nearly two-thirds (63%) stated that the value proposition to employees is their top consideration for offering financial wellness initiatives (vs. 36% pilot; 38% periodic). Just over one-quarter (27%) stated cost as a main consideration (vs. 61% pilot; 43% periodic).

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Interestingly, these firms also tended to have fewer than 10,000 workers: 22% of employers with 10,000 or more workers described their approach as ad-hoc or periodic outreach versus 9% of those with fewer than 10,000. Firms with periodic initiatives were more likely to cite seminars, workshops, or group sessions (26%) and ad-hoc outreach (22%).

Employee discount programs such as for cell phones, travel, and entertainment; tuition reimbursement; and financial planning education, seminars and webinars are the most common financial wellness benefits offered—rating responses of 72%, 69% and 60%, respectively. Only about one in ten respondents offer emergency savings vehicles or accounts, debt management services, or student loan repayment subsidies or consolidation/refinancing services.

In-person individual sessions were the most likely method for both personalized financial counseling and credit and debt counseling programs, while in-person group sessions were utilized most often for financial education and incentivization programs.

Motivations to participate in financial wellness programs

Communication from human resource professionals was the number one way that employers encouraged employees to use the financial wellness initiatives they made available (39%). The second most common approach was monetary incentives, which may include discounts on insurance, small cash bonuses for signing up and free credit monitoring (19%). Internal champions and communication from upper management tied for third place with 13% each.

EBRI found those in the education industry (29%) or the government (28%) were more likely than those in finance to offer monetary incentives or financial rewards.

When it comes to championing the implementation of financial wellness initiatives, the most commonly cited primary champion was human resources (55%), followed by a senior executive (21%).

Challenges with offering financial wellness programs

Employers noted that they face many challenges in offering financial wellness initiatives. These included complexity of programs (44%), lack of staff resources to coordinate and/or market the benefits of the programs (43%), lack of interest among employees receiving the initiatives (43%), challenges in making an effective business case to management to justify the cost of the initiatives (42%), and lack of ability and/or data to quantify the value of the initiatives (41%).

Only 5% cited no challenges faced in offering these initiatives.

Most commonly, employers cited a mix of sources—such as employee assistance programs and contracted vendors—as the source of their financial wellness initiatives (42%). When only one source was cited, it was most commonly the retirement plan provider (33%). Education and government-run organizations were more likely to use a nonprofit or government agency partner compared to other industries.

Measures used to evaluate the success of financial wellness initiatives ranged from specific (improved employee retention) to quite broad (improved overall worker satisfaction). Improved overall worker satisfaction was the top measure of financial wellness initiatives (39%), closely followed by reduced employee financial stress (38%). Worker satisfaction with the financial wellness initiatives and improved employee retention tied for third place with 33% each.

More findings from the survey may be found in this EBRI Issue Brief.

Investment Product and Service Launches

Touchstone Creates Additional Equity Funds; AAM Builds Third High Dividend Value ETF; and HB&T to Build ESG-Centered Collective Investment Fund.

Touchstone Creates Additional Equity Funds

Touchstone Investments (Touchstone), a mutual fund company centered on active management and benchmark differentiation, has launched two new funds: Touchstone Anti-Benchmark US Core Equity Fund, and the Touchstone Anti-Benchmark International Core Equity Fund.

TOBAM is sub-adviser to both funds, each of which seeks capital appreciation as its objective. The Touchstone Anti-Benchmark US Core Equity Fund invests in approximately 70 to 100 securities in TOBAM’s proprietary Anti-Benchmark US Core Equity Index. The Touchstone Anti-Benchmark International Core Equity Fund invests in approximately 100 to 150 securities in TOBAM’s proprietary Anti–Benchmark International Core Equity Index.

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“These strategies are consistent with Touchstone’s Distinctively Active positioning insofar as they are markedly different than the broad market indices. We believe that TOBAM’s Anti-Benchmark methodology is the latest innovation in core-satellite and asset allocation investing,” says Steven Graziano, president of Touchstone Investments. “TOBAM’s patented strategy is designed to provide investors with diversified core exposure. It offers innovative investment capabilities designed to increase diversification and reduce volatility compared to traditional benchmarks over a market cycle. These strategies are ideal for those asset allocators who believe in the benefits of diversification.”

Touchstone has also entered into a marketing services agreement to distribute TOBAM Anti-Benchmark strategies in the United States with select intermediaries.

 

AAM Builds Third High Dividend Value ETF

Advisors Asset Management (AAM) is launching its third exchange-traded fund (ETF), the S&P Developed Markets High Dividend Value ETF.

“We are excited to launch our third ETF within our high dividend value lineup,” says Lance McGray, managing director, head of ETF Product at AAM. “With the addition of DMDV we now offer investors our innovative high dividend value strategy across domestic, emerging and international developed markets.”

DMDV is the most recent addition to AAM’s high dividend value ETF suite which includes the S&P 500 High Dividend Value ETF as well as the S&P Emerging Markets High Dividend Value ETF, which focus on income with a value tilt, and seek to help investors meet their current cash flow and future capital appreciation goals.

AAM S&P Developed Markets High Dividend Value ETF targets attractively valued developed international mid- and large-cap stocks that exhibit both a high dividend yield and sustainable dividend distribution characteristics. 

At the core of this common-sense solution is the S&P Dividend and Free Cash Flow Yield Index series, which is designed to balance current cash flow with future capital growth. To accomplish this, the underlying index series focuses on two key valuation indicators to identify sustainable dividend-paying stocks offering fundamental value: dividend yield and free cash flow yield. 

McGray added, “Reaching for the highest yielding stocks is not always the best course of action. Dividend sustainability may be just as important as the actual dividend yield itself. In our opinion, Free Cash Flow yield is an ideal indicator of dividend sustainability, and when coupled with Dividend yield in the selection process, the result can be powerful.”

In addition to providing all the potential benefits of an ETF, including low cost, tax efficiency, transparency and flexibility, DMDV is scheduled to pay monthly distributions by targeting five stocks from each GICS sector, with the goal of providing investors a full range of sustainable dividend opportunities.

 

HB&T to Build ESG-Centered Collective Investment Fund

Hand Benefits & Trust (HB&T), a BPAS company, has been selected by Decatur Capital Management, Inc. (DCM), to establish a new ESG (environmental, social and governance)-focused U.S. Equity collective investment fund (CIF), effective January 1.

The new collective investment fund will be available to qualified retirement plans and will trade on most major recordkeeping platforms.  

Degas Wright, founder and principal of Decatur Capital Management, Inc. (DCM), says, “With the increasing demand for environmental and socially responsible investing, Decatur Capital has incorporated an ESG process reviewing all material ESG factors in the U.S. large cap company universe. Building on our knowledge and expertise of international and domestic markets, we are committed to bringing diversified solutions to meet the evolving investor needs. As we embark on this new chapter in our journey, we look to further support the ESG efforts in the capital markets.”  

Decatur Capital’s U.S. ESG strategy provides diversified exposure to the large capitalization U.S. stock market combined with an ESG weighted allocation process. The strategy accomplishes these objectives by forming a risk-controlled portfolio based on a ranking methodology of the companies’ ESG characteristics.  “HB&T Collective Fund will provide Decatur Capital clients with an opportunity to provide products that will serve the market place.  We look forward to serving our clients by providing a low cost, environmentally, socially conscience portfolio in conjunction with the HB&T team,” Wright adds.

“As trustee, administrator, and transfer agent, we are looking forward to working with the Decatur team,” says Stephen Hand, HB&T president. “CIFs generally provide for lower expense ratios, flexibility with underlying securities, and simplified 404(a)(5) compliance, which will make it easier for Decatur clients to achieve their retirement goals.”  

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